The numbers prove it: people analytics are a high priority for most organizations. With 71 percent of companies now investing in employee surveys and/or data analytics tools, there is less of a challenge to prove the benefits of conducting employee engagement surveys.

While it’s a welcome change that decision-makers are far more willing to invest time, money and resources in gathering employee insights, a new challenge has emerged. Namely: after collecting the data from your employee engagement or pulse surveys, how do you use it to create meaningful change in the organization?

This white paper is a part of a series that tackles the issues around using information collected from an employee engagement survey to develop insights on your workforce that can help you increase the capabilities, performance and possibilities of your people.

This white paper is a part of a series that tackles the issues around using information collected from an employee engagement survey to develop insights on your workforce that can help you increase the capabilities, performance and possibilities of your people.

You’ll Discover:

  • Five reasons why your employee engagement survey project may be disappointing
  • Key best practices to identify meaningful data and take purposeful actions on what you discover
  • Suggestions on how you can use surveys to influence your organization and improve business
  • The power behind starting your survey project with the right expectations

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